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This is your very first post. Click the Edit link to modify or delete it, or start a new post. If you like, use this post to tell readers why you started this blog and what you plan to do with it.
Well, I think the experience will always be in my mind and it will take place. Just started the first time I came to know what the name of that love is initially make me confused. I do not know why I can feel something different the moment with him. This question always asked God whether it’s called a. .. …. Love. I still don’t know what love is but one thing I know I feel comfortable and happy moments with him. I don’t care about feeling what I’m feeling at this time as long as it could make me happy I will continue to maintain and nurture a sense of this. Until one day, let me answer the question time of this … … … … … …. God help me.
Nama: Iqbal Hidayatulah
Kls: 2D Manajemen
Mk: Bahasa Inggris
My name is Iqbal Hidayatulah from classes 2 D I’m a student at the University of Muhamadiyah In the course of study Manajemen.
I will tell my daily routine since I wake up in the morning until I fell asleep towards the nature of dreams at night. I always woke up early in the morning at 05.30 in the morning. I take a bath I 06:15 a.m. breakfast 07.00 in the morning when he arrived on campus, I went in the morning to attend dikampus 8 a.m. every day.
Simple present tense: 1. I always wake up early in the morning. 2. I bath at 06:15 3. I am early breakfast hours 06.30 in the morning. I went to attend a dikampus 08.00 daily
The way the preposition classification varies depending on the references used. Here’s one of the different ways you can use: Prepositions that mark the place. For example in, to, from.Preposition that marks intent and purpose. For example for, use.Preposition that marks the time. For example up to, almost.Preposition that marks the cause. For example, top. From, to, from Edit The writing of this preposition is written separately, for example: at home, to the office, and from Surabaya. The most common errors are wording like “where”, “there”, “here”, “in place”, below “,” above “,” in the middle “,” where “,” there “,” here ” Up “,” down “that should be written” where “,” there “,” here “,” in place “, below”, “above”, “in the middle”, “where”, ” There “,” here “,” up “,” down “. Exceptions to this are: (As opposed to the word “in”, for the opposite “inward”, the writing must be split, “out”) from the Where, where Edit According to the Enhanced Spellings General Guidelines “The foregoing word in, to, and from is written separately from the word that follows it except in a combination of words which have been commonly regarded as one word as to and rather than.” To connect two unequal clauses, Indonesian does not recognize the “where” form (the English equivalent is “who”, “who”, “which”, or “where”) or its variations (“where”, “where “,” Which “, and so on) . Use of “where”, “which”, etc. As a liaison very often occurs in translating manuscripts from Indo-European languages into Indonesian. Basically, the Indonesian language only recognizes the word “yang” as a liaison for that purpose, and its use is limited. Thus, the use of the “where” or “which” forms should be avoided , including in the writing of mathematical formulas. The Indonesian grammar rules have enough vocabulary to translate “who”, “where”, “which”, “whom” without using the word “where”. Examples such as: : Where → place We go to a restaurant where a friend celebrates his birthday party. (Supposedly) We go to a restaurant where friends celebrate their birthday party. Where → withThe next scene is “Teen Quiz” where Kris Aria as her presenter. (Supposedly) The next event is “Adolescent Quiz” with Kris Aria as its presenter. Where → the Government provides assistance to victims where they are struck by natural disasters. (Supposedly) The Government provides assistance to victims affected by natural disasters. Where → (subklausa) The company conducts training in which employees are trained to become skilled workers. (Supposedly) the Company conducts training; In the training the employee is fostered to become a skilled worker. Which one is responsible for the newspaper will be sued for news which is considered harassing the artist. (Supposedly) The person in charge of the newspaper will be sued for news that is considered harassing the artist. Which → so that / and the Cooperative should go well where the needs of each member can be met from here. (It should be) The cooperative must run well so that the needs of each member can be met from here. Tourists abroad continue to increase which tourist destination country also increases. (Ought to) Foreign tourists are increasing steadily and tourism destination countries are increasing. This chaos may have been influenced by the Soewandi Spell (1947) which requires that writing be coupled with the following word, either as a foreground or as a prefix.
The use of “where” (always written separately) is appropriate only as a ques- tion in the sentence, as a connector stating the place, and in the form of “everywhere”. Example Where is he staying? We will talk about where he will stay.Where he stayed, where his family stay. He can stay everywhere. Understanding Preposition of Time What is the preposition of time? And what does it do? Preposition of time is a preposition used to denote time. The time is displayed with the preposition combined with the noun (noun) that follows it to form a prepositional phrase. “Preposition + Noun (phrase) à prepositional phrase”. Example prepositional phrase: on Sunday, in july, at morning, for 3 days, etc. Example Preposition of Time and Its Use Well in the table below are some examples of the use of preposition of time with examples of its use. Example of sentences Here are some examples of very simple sentences using preposition of time in it, you can develop your own example sentence. I will go to Japan next moth in spring.I go to the school at 6 AM.Maroon 5 will peform on 12th March.The fisherman will go to the sea for 2 days.It is two days to halloween.I will teach my students From 7 AM to4 PM. Well that’s the discussion about the definition of sentence preposition of time sentence. Please comment below if anyone wants to be asked or less understood with the above material. Apologies and also correction if there is any mistake or deficiency in writing material. thanks.
Nama: Iqbal Hidayatulah
Kls: 2D Ekonomi Manajemen
Mk: Bahasa Inggris
Business ethics is a way to conduct business activities, covering all aspects related to individuals, companies and society. Business Ethics in a company can shape the values, norms and behaviors of employees and leaders in building a fair and healthy relationship with customers / partners, shareholders, the community. The company believes in good business principles is an ethical business, a business with superior performance and sustainable run by obeying the rules of ethics in line with applicable laws and regulations. Business Ethics can be the standard and guidance for all employees including management and make it a guideline to carry out daily work with a moral based on a noble, honest, transparent and professional attitude. Three basic approaches in formulating business ethics behavior are: Utilitarian Approach: every action must be based on its consequences. Therefore, in acting one should follow the means that can bring the maximum benefit to society, in a way that is not harmful and with the lowest cost. Individual Rights Approach: Every person in his or her actions and conduct has basic rights that must be respected. But such actions or behavior should be avoided if it is expected to cause a conflict with the rights of others. Justice Approach: decision makers have the same position, and act fair in providing services to customers either individually or in groups. Business ethics that professionals must understand and do, among others:  Mention the full name In business situations, partners should mention their full name when they meet. But if the name is too long or difficult to say, it would be better if a little abbreviate. Stand when introducing yourself Standing while introducing yourself will confirm the presence of partners. If the condition is not possible to stand up, at least backward chair, and slightly bent so that others judge positive motley politeness. Say enough thanks In a business conversation with anyone, boss or partner company, just need to say thank you once or twice. If it says too much, other people will see that their partners desperately need it and need help. Send thanks via email after a business meeting Once the partner completes the business meeting, send a separate thank you to your business partner’s private email. Email sending is highly recommended, considering the arrival time will be faster. Do not sit cross-legged Not only women, men were happy to cross their legs when sitting. But in working conditions, this sitting position tends to be rude. In addition, sitting position like this can have a negative impact on health. The host has to pay If invite business associates to eat out, then the mitralah who must pay the bill. If a partner is a woman, while a business associate or client, a male, she still has to reject it. By saying that the company paid it, not personal money. Principles of Business Ethics A. Principles under the Coux Round Table – Responsibility in the case of the work done – In the business aspect must lead to innovation, justice, and world community – Trust each other in behavior
Nama: Iqbal Hidayatulah
Kls: 2D Manajemen
MK: Bahasa Inggris
Nama: Iqbal Hidayatulah
Kls: 2D Manajemen
MK: Bahasa Inggris
A job interview is a one-on-one interviewconsisting of a conversation between a job applicant and a representative of an employer which is conducted to assess whether the applicant should be hired.Interviews are one of the most popularly used devices for employee selection.Interviews vary in the extent to which the questions are structured, from a totallyunstructured and free-wheeling conversation, to a structured interview in which an applicant is asked a predetermined list of questions in a specified order; structured interviews are usually more accurate predictors of which applicants will make good employees, according to research studies.
A job interview typically precedes thehiring decision. The interview is usually preceded by the evaluation of submittedrésumés from interested candidates, possibly by examining job applications or reading many resumes. Next, after this screening, a small number of candidates for interviews is selected.
Potential job interview opportunities also include networking events and career fairs. The job interview is considered one of the most useful tools for evaluating potential employees. It also demands significant resources from the employer, yet has been demonstrated to be notoriously unreliable in identifying the optimal person for the job. An interview also allows the candidate to assess thecorporate culture and demands of the job.
Multiple rounds of job interviews and/or other candidate selection methods may be used where there are many candidates or the job is particularly challenging or desirable. Earlier rounds sometimes called ‘screening interviews’ may involve fewer staff from the employers and will typically be much shorter and less in-depth. An increasingly common initial interview approach is the telephone interview. This is especially common when the candidates do not live near the employer and has the advantage of keeping costs low for both sides. Since 2003, interviews have been held through video conferencing software, such as Skype.Once all candidates have been interviewed, the employer typically selects the most desirable candidate(s) and begins the negotiation of a job offer.
Researchers have attempted to identify which interview strategies or “constructs” can help interviewers choose the best candidate. Research suggests that interviews capture a wide variety of applicant attributes.Constructs can be classified into three categories: job-relevant content, interviewee performance (behavior unrelated to the job but which influences the evaluation), and job-irrelevant interviewer biases.
Job-relevant interview contentInterview questions are generally designed to tap applicant attributes that are specifically relevant to the job for which the person is applying. The job-relevant applicant attributes that the questions purportedly assess are thought to be necessary for one to successfully perform on the job. The job-relevant constructs that have been assessed in the interview can be classified into three categories: general traits, experiential factors, and core job elements. The first category refers to relatively stable applicant traits. The second category refers to job knowledge that the applicant has acquired over time. The third category refers to the knowledge, skills, and abilities associated with the job.
Mental ability: Applicants’ capacity to learn and process informationPersonality: Conscientiousness, agreeableness, emotional stability, extroversion, openness to new experiencesInterest, goals, and values: Applicant motives, goals, and person-organization fit
Experience: Job-relevant knowledge derived from prior experienceEducation: Job-relevant knowledge derived from prior educationTraining: Job-relevant knowledge derived from prior training
Core job elements:
Declarative knowledge: Applicants’ learned knowledgeProcedural skills and abilities: Applicants’ ability to complete the tasks required to do the jobMotivation: Applicants’ willingness to exert the effort required to do the job
Interviewee performance Interviewer evaluations of applicant responses also tend to be colored by how an applicant behaves in the interview. These behaviors may not be directly related to the constructs the interview questions were designed to assess, but can be related to aspects of the job for which they are applying. Applicants without realizing it may engage in a number of behaviors that influence ratings of their performance. The applicant may have acquired these behaviors during training or from previous interview experience. These interviewee performance constructs can also be classified into three categories: social effectiveness skills, interpersonal presentation, and personal/contextual factors.
Social effectiveness skills:
Impression management: Applicants’ attempt to make sure the interviewer forms a positive impression of themSocial skills: Applicants’ ability to adapt his/her behavior according to the demands of the situation to positivelyinfluence the interviewerSelf-monitoring: Applicants’ regulation of behaviors to control the image presented to the interviewerRelational control: Applicants’ attempt to control the flow of the conversation
Verbal expression: Pitch, rate, pausesNonverbal behavior: Gaze, smile, hand movement, body orientation
Interview training: Coaching, mock interviews with feedbackInterview experience: Number of prior interviewsInterview self-efficacy: Applicants’ perceived ability to do well in the interviewInterview motivation: Applicants’ motivation to succeed in an interview
Job-irrelevant interviewer biases The following are personal and demographic characteristics that can potentially influence interviewer evaluations of interviewee responses. These factors are typically not relevant to whether the individual can do the job (that is, not related to job performance), thus, their influence on interview ratings should be minimized or excluded. In fact, there are laws in many countries that prohibit consideration of many of these protected classes of people when making selection decisions. Using structured interviews with multiple interviewers coupled with training may help reduce the effect of the following characteristics on interview ratings.The list of job-irrelevant interviewer biases is presented below.
Attractiveness: Applicant physical attractiveness can influence interviewer’s evaluation of one’s interview performanceRace: Whites tend to score higher than Blacks and Hispanics; racial similarity between interviewer and applicant, on the other hand, has not been found to influence interview ratingsGender: Females tend to receive slightly higher interview scores than their male counterparts; gender similarity does not seem to influence interview ratingsSimilarities in background and attitudes: Interviewers perceived interpersonal attraction was found to influence interview ratingsCulture: Applicants with an ethnic name and a foreign accent were viewed less favorably than applicants with just an ethnic name and no accent or an applicant with a traditional name with or without an accent
The extent to which ratings of interviewee performance reflect certain constructs varies widely depending on the level of structure of the interview, the kind of questions asked, interviewer or applicant biases, applicant professional dress or nonverbal behavior, and a host of other factors. For example, some research suggests that applicant’s cognitive ability, education, training, and work experiences may be better captured in unstructured interviews, whereas applicant’s job knowledge, organizational fit, interpersonal skills, and applied knowledge may be better captured in a structured interview.
Further, interviews are typically designed to assess a number of constructs. Given the social nature of the interview, applicant responses to interview questions and interviewer evaluations of those responses are sometimes influenced by constructs beyond those the questions were intended to assess, making it extremely difficult to tease out the specific constructs measured during the interview. Reducing the number of constructs the interview is intended to assess may help mitigate this issue. Moreover, of practical importance is whether the interview is a better measure of some constructs in comparison to paper and pencil tests of the same constructs. Indeed, certain constructs (mental ability and skills, experience) may be better measured with paper and pencil tests than during the interview, whereas personality-related constructs seem to be better measured during the interview in comparison to paper and pencil tests of the same personality constructs. In sum, the following is recommended: Interviews should be developed to assess the job relevant constructs identified in the job analysis.
Person-environment fit is often measured by organizations when hiring new employees. There are many types of Person-environment fit with the two most relevant for interviews being Person-job and Person-organization fit. Interviewers usually emphasis Person-job fit and ask twice as many questions about Person-job fit compared to Person-organization fit.Interviewers are more likely to give applicants with good Person-job fit a hiring recommendation compared to an applicant with good Person-organization fit.
An applicant’s knowledge, skills, abilities, and other attributes (KSAOs)are the most commonly measured variables when interviewers assess Person-job fit. In one survey, all interviewers reported that their organization measures KSAOs to determine Person-job fit. The same study found that all interviewers used personality traits and 65% of the interviewers used personal values to measure Person-organization fit.
Despite fit being a concern among organizations, how to determine fit and the types of questions to use varies. When interview fit questions were examined, only 4% of the questions used in interviews were similar across the majority of organizations. 22% of questions were commonly used by recruiters in some organizations. In contrast, 74% of the questions had no commonality between organizations.Although the idea of fit is similar in many organizations, the questions used and how that information is judged may be very different.
Person-job fit and Person-organization fit have different levels of importance at different stages of a multi stage interview proves. Despite this, Person-job fit is considered of highest importance throughout the entire process. Organizations focus more on job related skills early on to screen out potential unqualified candidates. Thus, more questions are devoted to Person-job fit during the initial interview stages. Once applicants have passed the initial stages, more questions are used for Person-organization fit in the final interview stages. Although there is more focus on Person-organization fit in these later stages, Person-job fit is still considered to be of greater importance.
In a single stage interview, both fits are assessed during a single interview.Interviewers still put more weight on Person-job fit questions over the Person-organization questions in these situations as well. Again, Person-job fit questions are used to screen out and reduce the number of applicants.
Potential applicants also use job interviews to assess their fit within an organization. This can determine if an applicant will take a job offer when one is offered. When applicants assess their fit with an organization the experience they have during the job interview is the most influential.
Applicants felt that they had highest fit with an organization when they could add information not covered during the interview that they wanted to share. Applicants also liked when they could ask questions about the organization. They also when they could ask follow up questions to ensure they answered the interviewer’s questions to the level the interviewer wanted. Interviewer behaviors that encourage fit perceptions in applicants include complimenting applicants on their resume and thanking them for traveling to the interview.Applicants like to be given contact information if follow up information is needed, the interviewer making eye contact, and asking if the applicant was comfortable.
The Interviewer can discourage fit perceptions by how they act during an interview as well. the biggest negative behavior for applicants was the interviewer not knowing information about their organization. Without information about the organization applicants cannot judge how well they fit. Another negative behavior is not knowing applicants’ background information during the interview. Interviewers can also hurt fit perception by being inattentive during the interview and not greeting the applicant.
There are some issues with fit perceptions in interviews. Applicants’ Person-organization fit scores can be altered by the amount of ingratiationdone by the applicants. Interviewers skew their Person-organization fit scores the more ingratiation applicants do during an interview. By applicants emphasizing similarities between them and the interviewer this leads to a higher Person-organization fit perceptions by the interviewer. This higher perception of fit leads to a greater likelihood of the candidate being hired.
Interviewee strategies and behaviorsEdit
While preparing for an interview, prospective employees usually look at what the job posting or job description says in order to get a better understanding of what is expected of them should they get hired. Exceptionally good interviewees look at the wants and needs of a job posting and show off how good they are at those abilities during the interview to impress the interviewer and increase their chances of getting a job.
Researching the company itself is also a good way for interviewees to impress lots of people during an interview. It shows the interviewer that the interviewee is not only knowledgeable about the company’s goals andobjectives, but also that the interviewee has done their homework and that they make a great effort when they are given an assignment. Researching about the company makes sure that employees are not entirely clueless about the company they are applying for, and at the end of the interview, the interviewee might ask some questions to the interviewer about the company, either to learn more information or to clarify on some points that they might have found during their research. In any case, it impresses the interviewer and it shows that the interviewee is willing to learn more about the company.
Most interviewees also find that practising answering the most common questions asked in interviews helps them prepare for the real one. It minimizes the chance of their being caught off-guard regarding certain questions, prepares their minds to convey the right information in the hopes of impressing the interviewer, and also makes sure that they do not accidentally say something that might not be suitable in an interview situation.
Interviewees are generally dressed properly in business attire for the interview, so as to look professional in the eyes of the interviewer. They also bring their résumé, cover letter andreferences to the interview to supply the interviewer the information they need, and to also cover them in case they forgot to bring any of the papers. Items like cellphones, a cup of coffee andchewing gum are not recommended to bring to an interview, as it can lead to the interviewer perceiving the interviewee as unprofessional and in some cases, even rude.
Above all, interviewees should beconfident and courteous to the interviewer, as they are taking their time off work to participate in the interview. An interview is often the first time an interviewer looks at the interviewee first hand, so it is important to make a good first impression.
It may not only be what you say in an interview that matters, but also how you say it (e.g., how fast you speak) and how you behave during the interview (e.g., hand gestures, eye contact). In other words, although applicants’ responses to interview questions influence interview ratings, their nonverbal behaviors may also affect interviewer judgments. Nonverbal behaviors can be divided into two main categories: vocal cues (e.g., articulation, pitch, fluency, frequency of pauses, speed, etc.) and visual cues (e.g., smiling, eye contact, body orientation and lean, hand movement, posture, etc.). Oftentimes physical attractiveness is included as part of nonverbal behavior as well.There is some debate about how large a role nonverbal behaviors may play in the interview. Some researchers maintain that nonverbal behaviors affect interview ratings a great deal, while others have found that they have a relatively small impact on interview outcomes, especially when considered with applicant qualifications presented in résumés. The relationship between nonverbal behavior and interview outcomes is also stronger in structured interviews than unstructured, and stronger when interviewees’ answers are of high quality.
Applicants’ nonverbal behaviors may sway interview ratings through the inferences interviewers make about the applicant based on their behavior. For instance, applicants who engage in positive nonverbal behaviors such as smiling and leaning forward are perceived as more likable, trustworthy, credible, warmer, successful, qualified, motivated, competent, andsocial skills. These applicants are also predicted to be better accepted and more satisfied with the organization if hired.
Applicants’ verbal responses and their nonverbal behavior may convey some of the same information about the applicant. However, despite any shared information between content and nonverbal behavior, it is clear that nonverbal behaviors do predict interview ratings to an extent beyond the content of what was said, and thus it is essential that applicants and interviewers alike are aware of their impact. You may want to be careful of what you may be communicating through the nonverbal behaviors you display.
To hire the best applicants for the job, interviewers form judgments, sometimes using applicants’ physical attractiveness. That is, physical attractiveness is usually not necessarily related to how well one can do the job, yet has been found to influence interviewer evaluations and judgments about how suitable an applicant is for the job. Once individuals are categorized as attractive or unattractive, interviewers may have expectations about physically attractive and physically unattractive individuals and then judge applicants based on how well they fit those expectations. As a result, it typically turns out that interviewers will judge attractive individuals more favorably on job-related factors than they judge unattractive individuals. People generally agree on who is and who is not attractive and attractive individuals are judged and treated more positively than unattractive individuals. For example, people who think another is physically attractive tend to have positive initial impressions of that person (even before formally meeting them), perceive the person to be smart, socially competent, and have good social skills and general mental health.
Within the business domain, physically attractive individuals have been shown to have an advantage over unattractive individuals in numerous ways, that include, but are not limited to, perceived job qualifications, hiring recommendations, predicted job success, and compensation levels.As noted by several researchers, attractiveness may not be the most influential determinant of personnel decisions, but may be a deciding factor when applicants possess similar levels of qualifications. In addition, attractiveness does not provide an advantage if the applicants in the pool are of high quality, but it does provide an advantage in increased hiring rates and more positive job-related outcomes for attractive individuals when applicant quality is low and average.
Vocal Attractiveness Just as physical attractiveness is a visual cue, vocal attractiveness is an auditory cue and can lead to differing interviewer evaluations in the interview as well. Vocal attractiveness, defined as an appealing mix of speech rate, loudness, pitch, and variability, has been found to be favorably related to interview ratings and job performance. In addition, the personality traits of agreeableness and conscientiousness predict performance more strongly for people with more attractive voices compared to those with less attractive voices.
As important as it is to understand how physical attractiveness can influence the judgments, behaviors, and final decisions of interviewers, it is equally important to find ways to decrease potential bias in the job interview. Conducting an interview with elements of structure is a one possible way to decrease bias.
An abundance of information is available to instruct interviewees on strategies for improving their performance in a job interview. Information used by interviewees comes from a variety of sources ranging from popular how-to books to formal coaching programs, sometimes even provided by the hiring organization. Within the more formal coaching programs, there are two general types of coaching. One type of coaching is designed to teach interviewees how to perform better in the interview by focusing on how to behave and present oneself. This type of coaching is focused on improving aspects of the interview that are not necessarily related to the specific elements of performing the job tasks. This type of coaching could include how to dress, how to display nonverbal behaviors (head nods, smiling, eye contact), verbal cues (how fast to speak, speech volume, articulation, pitch), and impression management tactics. Another type of coaching is designed to focus interviewees on the content specifically relevant to describing one’s qualifications for the job, in order to help improve their answers to interview questions. This coaching, therefore, focuses on improving the interviewee’s understanding of the skills, abilities, and traits the interviewer is attempting to assess, and responding with relevant experience that demonstrates these skills. For example, this type of coaching might teach an interviewee to use the STAR approach for answering behavioral interview questions.
A coaching program might include several sections focusing on various aspects of the interview. It could include a section designed to introduce interviewees to the interview process, and explain how this process works (e.g., administration of interview, interview day logistics, different types of interviews, advantages of structured interviews). It could also include a section designed to provide feedback to help the interviewee to improve their performance in the interview, as well as a section involving practice answering example interview questions. An additional section providing general interview tips about how to behave and present oneself could also be included.
It is useful to consider coaching in the context of the competing goals of the interviewer and interviewee. The interviewee’s goal is typically to perform well (i.e. obtain high interview ratings), in order to get hired. On the other hand, the interviewer’s goal is to obtain job-relevant information, in order to determine whether the applicant has the skills, abilities, and traits believed by the organization to be indicators of successful job performance.Research has shown that how well an applicant does in the interview can be enhanced with coaching.The effectiveness of coaching is due, in part, to increasing the interviewee’s knowledge, which in turn results in better interview performance. Interviewee knowledge refers to knowledge about the interview, such as the types of questions that will be asked, and the content that the interviewer is attempting to assess.Research has also shown that coaching can increase the likelihood that interviewers using a structured interview will accurately choose those individuals who will ultimately be most successful on the job (i.e., increase reliability and validity of the structured interview).Additionally, research has shown that interviewees tend to have positive reactions to coaching, which is often an underlying goal of an interview.Based on research thus far, the effects of coaching tend to be positive for both interviewees and interviewers.
Interviewers should be aware that applicants can fake their responses during the job interview. Such applicant faking can influence interview outcomes when present. One concept related to faking is impression management (IM; when you intend or do not intend to influence how favorably you are seen during interactions). Impression management can be either honest or deceptive. Honest IM tactics are used to frankly describe favorable experiences, achievements and job-related abilities. Deceptive IM tactics are used to embellish or create an ideal image for the job in question.Honest IM tactics such as self-promotion (positively highlighting past achievements and experiences) may be considered necessary by interviewers in the interview context. Consequently, candidates who do not use these tactics may be viewed as disinterested in the job. This can lead to less favorable ratings. Faking can then be defined as “deceptive impression management or the intentional distortion of answers in the interview in order to get better interview ratings and/or otherwise create favorable perceptions”. Thus, faking in the employment interview is intentional, deceptive, and aimed at improving perceptions of performance.
Faking in the employment interview can be broken down into four elements.The first involves the interviewee portraying him or herself as an ideal job candidate by exaggerating true skills, tailoring answers to better fit the job, and/or creating the impression that personal beliefs, values, and attitudes are similar to those of the organization.
The second aspect of faking is inventing or completely fabricating one’s image by piecing distinct work experiences together to create better answers, inventing untrue experiences or skills, and portraying others’ experiences or accomplishments as one’s own.
Thirdly, faking might also be aimed at protecting the applicant’s image. This can be accomplished through omitting certain negative experiences, concealing negatively perceived aspects of the applicant’s background, and by separating oneself from negative experiences.
The fourth and final component of faking involves ingratiating oneself to the interviewer by conforming personal opinions to align with those of the organization, as well as insincerely praising or complimenting the interviewer or organization.
Of all of the various faking behaviors listed, ingratiation tactics were found to be the most prevalent in the employment interview, while flat out making up answers or claiming others’ experiences as one’s own is the least common. However, fabricating true skills appears to be at least somewhat prevalent in employment interviews. One study found that over 80% of participants lied about job-related skills in the interview, presumably to compensate for a lack of job-required skills/traits and further their chances for employment.
Most importantly, faking behaviors have been shown to affect outcomes of employment interviews. For example, the probability of getting another interview or job offer increases when interviewees make up answers.
Different interview characteristics also seem to impact the likelihood of faking. Faking behavior is less prevalent, for instance, in past behavioral interviews than in situational interviews, although follow-up questions increased faking behaviors in both types of interviews. Therefore, if practitioners are interested in decreasing faking behaviors among job candidates in employment interview settings, they should utilize structured, past behavioral interviews and avoid the use of probes or follow-up questions.
Understanding Business Creating a curriculum vitae (CV) is the initial process before you apply for work, in addition to writing a cover letter. A compelling CV and a good and correct application letter is the capital you must have to get the dream job. If you are still confused how to create a CV that attracts HRD in the company you are applying for, you need not worry. Here’s the step by step you need to do. Step 1: Perform a Research Job Doing Job Research aims to find out in detail the information about the company and the job you are applying for. This initial step is very important before you start creating a CV. Consists of: 1.1 Find Information on job application requirements Re-read the job vacancy in a company you will be applying for, both online and offline. Record important information regarding applicant requirements and other matters relating to the offered positions such as the applicant’s skills, age and work experience that you must meet. 1.2. Dig up information about the company Reading job requirements may be enough for you. But, it would be better if you find out more about the company you are applying for. In the company profile, there is usually a vision, mission, and values that are upheld the company and employee work ethic in the company. From that information, you can choose the things that need to be included in the CV. Step 2: Find Information About CV Once you know detailed and complete information about the job and the company you are applying for, it is time to dig up information about the CV. Although you already know that CV, which in Bahasa Indonesia is called CVs, you still need to update information about CV. Therefore, perform the following steps:
2.1 Know the CV contents in general For those of you who notabene fresh graduate, knowing the contents of CV in general is a step that will help you in the process of making it. If you have experience creating a CV, this information can be a reminder if there is a forgotten part. In general, the things contained in the CV are as follows Personal Identity – full name, address, phone number, and email addressEducation – Latest education, majors, and IPKPersonality – your characterThe skills you have Projects & Work Experience – things you have completed in previous jobsTraining / Training Latest – The last 2-3 years Other Information about Yourself – hobbies, references or other things about yourself related to the job you are applying 2.2 Choose an attractive CV design Originally CV or Curriculum Vitae, has classic designs such as award certificates and sold freely in bookstores or ATK vendors stalls. Now, CV design has progressed. If you do a search with the keyword “CV Design”, there are many examples of CV design or formats that you can choose as you wish. Your current mission is to choose an alluring design. Of the many CV designs you find on the internet, choose a design that has a simple look, has the right color combinations, and uses easily understandable symbols. Make sure the design you choose can make the reader well informed of the information you write. Give clear restrictions to each part of the CV and select the appropriate color as the background for easy reading. Step 3: Start creating CV Once you get the information about the CV and choose a design that works for you, it’s time to start creating a CV. If you take the first and second steps well, you will undergo the CV creation process easily. For that, do the following: 3.1 Include a self-identity at the top The first part you write on the top of the CV is your full name, address, phone number and email address. Do not forget to include your latest photo. In order to look professional, show photos with formal wear but with a style that is not rigid. 3.2 Write an educational title briefly and clearly CV includes the level of education from kindergarten or elementary school and then junior high, high school / vocational school, until college. However, for the current CV only listed last education level or level of education related to the job being proposed. If you think it is important to include education from the smallest to the highest, you can write it briefly and clearly. Do not let the education meet half of your CV paper. 3.3 Describe your skills and achievements Your skills and accomplishments need to be described in a more interesting way, not just by paragraphs or by using bullets and numbering. You can create charts, graphs or ratings to describe your skills and accomplishments. This method is more effective and efficient, also makes your CV look more attract the attention of readers.
3.4 Specify work experience and training Write your work experiences with interesting and non-boring language. Associate with the job you are applying to appear relevant and show that you are a potential candidate. To be more professional, include the training related to the job you are applying for. Do not include training that has been followed dozens or dozens of years ago, unless it can add to your points for some reason, such as international level training. 3.5 Select other relevant information In addition to the sections above, you can include other information about yourself such as work-related hobbies and referrals from some important people in previous companies or other companies. Step 4: Re-read your CV Do not breathe a sigh of relief once you finish creating your CV. The next step you need to do to get a compelling CV is to re-read your CV. This section is very important where you will doproofreading which will improve the quality of your CV. 4.1 Improve grammar and spelling When reviewing your CV, consider the grammar and spelling of every word you have written. Avoid using slang language. Use good and correct grammar and standard language; When you are in doubt about a word, check the standard word in the Great Indonesian Language Online. If you want to quickly mengatahui raw or non-standard word, please read the article Mas Herman Yudiono in TipsMenulisBuku.com is 205 Sample Word Baku and Not Raw (from A to Z). 4.2 Make sentences shorter and more effective In a CV, you tell yourself about a short, effective phrase or phrase, not in the form of long, long-winded paragraphs. Typically, paragraphs are used to describe work experience or personality. However, you can describe it in the form of images or short points and easy to understand. Step 5: Analyze your CV Once you have read and improved grammar and spelling as well as other matters related to writing techniques, you should take steps to analyze your CV. 5.1 Read the CV as if you are a HRD It’s time for you to play the role of a HRD. Take your CV and read it as if you are the one who will recruit the applicants. If you can put yourself aside and actually play a role as a HRD, you will be able to judge the CV objectively. In the first step you have done a Job Research and dig up information about the company where your CV will be anchored. This step makes it easy for you to act as HRD of the company. Take an assessment of your CV and note what needs to be fixed. 5. 2 Ask others to read your CV If you are still not satisfied with your judgment, go to someone who has experienced recruitment. Show your CV and ask the person to rate your CV. This step will provide a view that you can compare with your previous assessment. After getting an assessment of yourself and others, you can decide what needs to be improved and what does not need to be changed. Immediately make improvements so that your CV more attractive. In making a compelling CV, it takes effort in carrying out the right steps. When you create a CV, keep in mind that everything has to do with your work and your dreams’ values so you can decide which ones to list and which ones need to be eliminated.
Understanding business business is an organization that sells goods or services to customers or other businesses, to earn a profit. Historically the word business comes from the English language business, from the basic word busy meaning “busy” in the context of individuals, communities, and society. In the sense, busy working on busyness and profitable work. In a capitalist economy, where businesses are generally owned by private parties, businesses are made to gain profit and increase the prosperity of their owners. Owners and operators of a business receive rewards according to the time, effort, or capital they provide. But not all businesses pursue such profits, for example a cooperative business that aims to improve the welfare of all members or government institutions that have the goal of improving the welfare of the people. This type of business is in contrast to the socialistic system, where large businesses are generally owned by governments, the general public, or unions. Etymologically, business means the circumstances in which a person or group of people is busy doing profitable work. The word “business” itself has three uses, depending on the scope – singular use of the word business can refer to a business entity, ie juridical (legal), technical, and economic unity which has the purpose of seeking profit or profit.
Broader usage may refer to specific market areas, eg “television business. “The most widespread use refers to all activities performed by the provider community of goods and services. But the notion of “business” that fits still be the subject of conversation until now. Understanding Business by Musselman is the whole of the activities organized by people who are not dealing in the field of industry and commerce that provides goods and services to meet a need in improving the quality of life. According to Hooper, Understanding Business is a complete whole in various fields such as industry and Sales, basic industries and manufacturing and networking, distribution, distribution, transportation, insurance and other industries; Which then serves and enters the business world as a whole.Peterson and Plowman propose Understanding Business is a series of activities associated with the purchase or sale of goods and services are done repeatedly. According to paterson and plowman, the sale of services or goods that only happen once is not a business sense. Business Understanding by Owen is a company that deals with the distribution and production of goods that will be sold to the market or provide a price appropriate on each service. According to Hunt and Urwick, Understanding Business is any company that makes, distribute or provide various goods or services needed by other members of the community and willing and able in buying or paynya.LRDicksee said that Understanding Business is a form of activity that primarily aims In obtaining benefits for those who seek or have an interest in the occurrence of such activity.
Business Objectives and Business Benefits Business objectives of a company can be seen from various interests, either owner, competitors, suppliers, employees, consumers, the general public, and government. In general, business objectives are established not only profit oriented alone, but overall established business objectives include: Profit, Procurement of goods or services, Welfare for owners of factors of production and society, Full employment, Company’s existence in the long term (long time), Progress and growth, Prestige and achievement. The process of achieving business goals through the optimal management of economic resources for the owners of economic resources or factors of production and society in general. The holders or owners of these factors of production benefit and value economically appropriately. Based on the efforts to achieve these objectives, then the process of achieving business objectives through the optimal management of economic resources must be done with due regard to the interests and benefits for the owners of economic resources or owners of factors of production and society in general. The achievement of business objectives will be long-lasting if it is supported inclusively to achieve the objectives of the parties involved in the business activity. For example the labor, material suppliers, owners of capital and other external parties. Business ethics thus embraces the whole process of corporate management on the management of economic resources in which the owners of these economic resources are equally benefiting economically viable. In addition, the community gets positive social benefits with the empowerment of these economic resources. For the owners of economic resources, of course, such benefits are measured by appropriate economic and social measures. For people around the company also get economic benefits and social benefits with the company standing in the community. Systematically the feasibility of the size of the allocation of economic resources to the owners of economic resources should be seen from the role given by each party owners fairly in the process of formation or information of economic value established by the business system applicable in the community Business Benefits Then, what is the benefit in doing business? Of course, the main thing is to earn a profit especially in the form of money. Here are some business benefits: Acquisition / Recognition Award or recognition can be obtained by doing business. Given a successful business and growing and growing and having a positive impact on society will give you positive recognition from the community itself. Opportunity To Become a Boss for YOURSELF Once again you can be your own boss if not in the business you are pioneering and making your own. By doing business, you will be the determinant and leader of your business. The size of your business is determined by your ability to be the boss. Pay for yourself No child, you set your own income. That’s the benefit of building your business. The amount of income and also your source of income, you specify. Organize Your Own TimeHour work hours, you set. That’s the benefit of doing cool business. If you are a civil servant, your working hours should be in accordance with the government’s request. If you become a businessperson, working hours become more flexible. If you want to relax more, with increased business income, you can hire employees to replace you. Uenak not A brighter future Your future, you can say that you set, the more you persist and the spirit of doing business, you will have a brighter future